Unthinkable Solutions operates in the software services and digital transformation space, offering custom application development, cloud engineering, and UX-driven product design. The company works with businesses to modernize legacy systems, build s...
“I joined because the problems were interesting and the team seemed genuine. I’ve been surprised by how collaborative people are — you’ll often find teammates debugging together late in the day, but there’s also a lot of humor and patience.” — Product Designer
“People care about shipping good work more than just hitting metrics. You’ll get voice and autonomy here, though onboarding could be smoother.” — Mid-level Engineer
“Management listens, but not always fast enough. If you are proactive about your growth, you will find allies.” — Sales Representative
These snapshots reflect a typical mix of enthusiasm and constructive critique. If you are looking for honest feedback from the inside, they indicate that working at Unthinkable Solutions tends to reward initiative but also asks for some self-direction.
The company culture at Unthinkable Solutions blends startup energy with growing-company structure. Teams are cross-functional and ideas get airtime. There is a strong emphasis on product quality and user empathy, and many employees cite open communication and informal mentorship as positives.
At the same time, some parts of the company still operate with ad hoc processes. That can be freeing for creative folks but frustrating for those who prefer predictability. Overall, company culture at Unthinkable Solutions skews collaborative, mission-driven, and adaptable.
Work-life balance at Unthinkable Solutions varies by team. Engineering and product roles often have busy sprints before releases, which means occasional evenings and weekend checks. Many people appreciate flexible hours and remote options, so you can shift work to fit family life or personal commitments.
Managers generally encourage time off and mental health days, and you will see employees taking advantage of that. If you value a predictable 9-to-5 schedule, it may not be consistent across all departments, but there is a clear intent to support balance.
Job security is moderate and tied to company performance and funding cycles. The company has had steady product traction, and strategic priorities are clear, which supports stability. However, some roles that are product-dependent or tied to experimental initiatives may be more vulnerable during reorganizations.
There is formal HR support during transitions, and employees are usually given notice and some severance in the unlikely event of layoffs.
Leadership is visionary about the product roadmap and customer outcomes. Executives communicate high-level strategy regularly and host town halls to answer questions. There is a focus on metrics and outcomes, and leaders expect teams to align with business priorities.
Management across teams can be uneven. Some managers are strong coaches who invest time in development, while others are more execution-focused with less hands-on mentoring. Overall, leadership is engaged and seeks to improve managerial consistency.
Managers who score highest in internal reviews are those who prioritize one-on-one time, give clear priorities, and support career growth. Common criticism for lower-rated managers includes unclear expectations and slow feedback cycles. If you join, you will likely have a very different experience depending on your direct manager — so it is worth asking behavioral questions during interviews.
Learning and development resources are available and growing. There are budgets for courses, conferences, and online training platforms. Internal knowledge sharing is robust: brown-bag talks, code reviews, and design crits are regular.
Employees report that access to learning is good if you advocate for it. There are formal onboarding learning paths for core roles, but beyond that, you will often need to propose specific development plans to secure funding and time.
Promotion pathways exist but are somewhat competitive. The company promotes based on impact and demonstrated ownership rather than tenure alone. Timelines for promotion are not rigid; they are often tied to clear, achievable goals.
You will increase your odds by documenting accomplishments, seeking regular feedback, and aligning your work with high-visibility projects.
Salary ranges are market-competitive for a mid-stage tech company. Typical ranges (USD, approximate) are:
Compensation is location-adjusted and may include equity. Salaries are reviewed annually, with mid-year adjustments in exceptional cases.
There are performance bonuses and spot awards. Sales roles have commission plans that can be lucrative when quotas are met. Company-wide bonus pools activate for strong quarterly or annual performance and are distributed based on role and impact.
Equity grants are part of the total compensation package for many roles, especially at hire and during key milestones.
Health benefits include medical, dental, and vision plans with employer contributions. There is a choice of PPO and HMO options in most U.S. locations. Mental health benefits, such as counseling and therapy subsidies, are available. Parental leave policies are competitive and include paid maternity and paternity leave.
Employee engagement is active: regular all-hands, hackathons, team offsites, and social events. There are interest groups and cross-team mixers that help with networking and morale. Virtual events are common for distributed teams, and in-person gatherings happen quarterly when feasible.
Remote work support is solid. The company provides equipment stipends, collaboration tools, and remote onboarding processes. Teams maintain asynchronous documentation and encourage async work where possible. Remote employees report feeling included in decisions and social activities, though some prefer more structured remote-first practices.
Average working hours hover around 40–45 per week, with peaks during product launches. Core hours are flexible, but many teams coordinate around a few overlapping hours for meetings. Expect occasional late nights during critical deadlines.
Attrition is moderate; talented employees do leave for faster career growth elsewhere. Layoffs have been rare but there have been targeted reorganizations in the past tied to strategic pivots. When staff reductions occurred, the company provided transition support and communicated openly.
On balance, this company is a strong option for people who want meaningful product work, collaborative teams, and opportunities for visible impact. You will find a supportive culture, reasonable compensation, and good benefits. The main caveats are variability in manager quality and occasional process gaps that come with a growing organization. If you value autonomy, learning, and mission-driven work, this is a good fit. Overall rating: 4 out of 5.
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